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Bill Hybels, who has grown Willow Creek church into a megachurch near Chicago, says that "a vision is a picture of the future that produces passion."[2]
When we work with sales organizations in this area, we simply ask them for descriptive statements about their organization as it is now and how they would like it to be three years from now from the point of view of (1) customers, (2) competitors, and (3) the sales force.
After talking about each one and eliminating some, the usual revelation is "Why not?" Good visions are usually achievable, but a stretch. The next step, of course, is to translate this into goals, objectives (which are measurable and date-driven), strategies, and, finally, action items and owners.
The greatest vision statement of the last century was John Ke
The purpose of this book is to help you create a vision of what you could achieve by sharing best practices of other great sales organizations, as well as the process for making it happen and a process for making it stick.
Every sales executive is playing a game of "beat the clock." One of the important variables in your approach to improving sales effectiveness is the relationship between the sales leader and the CEO. If the board and the CEO recognize the depth of the sales problem, and you are a new hire, you need to set expectations that this will take one to two years for a full transformation. If you can't get that commitment, don't take the job. Of course, you will have to show progress along the way.
And you can't go in and fire everyone immediately. You have to fight the battleship while you fix it. But if you don't have a firm resolution and change things proactively, the organization can absorb you like a bullet into butter.
If, on the other hand, your company is a public company and the CEO is managing the company to the analysts' expectations, or if venture capitalists are involved, don't believe for a minute that you can avoid showing quarter-to-quarter improvement. When financial strategy drives sales strategy, the result is usually short-term thinking and sub-optimization of full sales potential. This is a reality of life.
When we were selling to PeopleSoft in 1998, we met with their executive team just as a period of rapid growth was begi
While the meeting was about sales effectiveness, we gave them this warning: " Next year, you'll grow by 50 percent, but your stock price will fall in half. And there is nothing that you are willing to do about it." They were stu
The reason we could make such a bold prediction is that we had seen it many times in the software industry.
The previous year, they had grown by 80 percent, but competition had finally matched their technological advantage in their core products. But PeopleSoft had pla
So, as predicted, sales grew 50 percent, expenses grew 80 percent, profits took a hit; the stock fell hard.
Most companies would die to have a 50 percent growth in the coming year and would make a lot of money. But who in an organization is going to go in and tell the analysts that their growth is going to slow next year? The hit on the stock price was twice as hard as a surprise than it would have been earlier.
Letting the analysts set your sales goals is a prescription for new horizons on your career path.
The executives we've worked with who have made dramatic improvements in sales effectiveness are able to prioritize the gaps in their performance and balance short-term quick-win initiatives with longer-term infrastructure changes.
Although sales improvement initiatives obviously can be conducted simultaneously rather than sequentially, in general, they approached their priorities in the same order.
You may choose priorities differently, but we share the experiences here of three successful executives who have achieved significant sales improvements as a benchmark.
Terry Turner is a veteran sales executive who has experienced changes in buying habits in three different industries—manufacturing, supply chain, and now, education. He is currently senior vice president, sales and marketing, for Harcourt Assessments.
«This was my third time transforming a sales force and each one has been different.
At Harcourt, the way the buyers buy in this industry had changed, but the sales force had not. Sales had been taking orders for existing clients on educational assessment tests and developing and informing clients about new products. The industry changed from sales to local school districts to highly competitive test adoptions for entire states — a much more complex sale for higher stakes.
In the initial assessment, we knew we needed to change the selling culture from product-driven to sales to customer-experience-driven. We were more focused on protecting turf and guarding silos than on wi
As Jim Collins says in Good to Great, we had to get the right people on the bus or where we were going didn't matter. And we also had to get some people off the bus. I knew to start with sales management to have the most immediate impact. If I hired new salespeople who went to work for managers selling the old way, we would get nowhere.
I replaced most of the front-line managers with people I knew from my network who shared the same values, sales process, and hiring profile. People who are cynical or indifferent about change will kill your efforts with passive resistance or poor attitudes.
The second step was to change our sales messaging to more accurately convey our strengths, benefits, and differentiators rather than features.
The third step was to redefine our sales process to give everyone a playbook defining what a good sales effort looked like and what questions, information, and action items were needed in each phase. This training gave the reps a roadmap for managing a complex sale and the managers a common set of expectations for selling and coaching.
We also changed our team structure, roles, and responsibilities. We are blessed with outstanding products and people who have a great deal of expertise in educational testing. Many of them came from client backgrounds. Teaming them with professional salespeople to lead the team has allowed us to leverage our talents by getting the right people owning the right parts of the sales cycle.
The fourth step was to start redefining and reinforcing a new culture for selling and servicing customers and building relationships. This impacted every division of the company, so I needed upper management's support to handle the inevitable power struggles. We also turned over around a dozen reps out of about a hundred who were unable to change or grow.
In the next year, we will focus on improving the foundation selling skills of discovery, linkage, presentation, and objection handling. Now that we have the right people and the right strategies, next follows execution-level skills.
I initially set management expectations that it would take over a year to realize any progress. I gained influence and bought time with upper management when they saw the types of sales managers I brought in. Then, after the sales process training, we won several large deals where the new process was acknowledged to have played a significant part.
We are now focusing on the necessary coaching and metrics to make the process permanent.»
2
Bill Hybels, Courageous Leadership (Grand Rapids, MI: Zondervan, 2002), p. 32.